kra & kpi
DESCRIPTION
Creating KRA’s on the four main factorsTRANSCRIPT
Four Factors
Creating KRA’s on the four main factors mentioned below:
1. Financial2. Process3. Organizational4. Team / Individual KRA’s
The weightage of these 4 main areas would vary for different Positions in the organization depending on their roles and responsibilities
Setting KRA & KPI
Jobs must be designed following some key principles:-
A job is usually designed to achieve some results. In other words a job must have a purpose.
Not all jobs are the same. Jobs at the top of an organisation are designed for ultimate end results (business results), whilst jobs at the front end (or the bottom end) are designed for basic output (or service)
Jobs can be analysed as a hierarchy of accountabilities, tasks, subtasks and routines as shown below (click image to enlarge):-
Proper job design places emphasis on the accountabilities for results, rather than the tasks or routines to accomplish those results. Tasks may change form time to time; whereas accountabilities are directly related to the mission and vision of the organisation.
Jobs are a Set of Related Accountabilities
In organisation that is seeking to be results driven, jobs are defined by role statements that clarify and determine the results expected.
Roles of a District Engineer of an electrical supply company (example):
Role Statements or Accountability Statements
Tasks & Activities Statements
Role #1
Ensure uninterrupted power supply to consumers in the district.
by effective control, operations and maintenance of the District Distribution system
Role #2
Ensure availability of adequate power supply for future needs of industries in the district.
by planning and designing the High Voltage System
Role #3
Ensure satisfaction of the major customers in the district.
by managing power supply and distribution to customers in the district.
Role #4
Ensure high performance and productivity of technical staff.
by adopting proper human resource management methods on selection, training, coaching, counselling and motivation of staff.
Each role statement can subsequently be analysed to determine tasks, procedures and behaviours of the position.
The Content of a Job Accountability Statement
Job accountabilities are best stated as follows:
Examples:-
Conceive company long range objectives
By undertaking studies on trends and issues By interpreting change direction By participating in visioning exercise By conducting necessary analysis and reviews
Ensure effective relations with significant external agencies
By developing and maintaining effective communications
By implementing relevant programme By continuously seeking to participate in …. By demonstrating concern for ……
Example of Results Description Format
The Key Elements of a Job:-
